Describe your occupations, source countries, licence and skills testing, and we will reply with the points that apply to Gorj.
Gorj County lies in the Jiu Valley of south-western Romania, with the Vâlcan and Parâng mountains along its northern edge and subcarpathian hills falling to low plains in the south. Its seat is the municipality of Târgu Jiu; Motru is the second municipality, and the County Council counts seven smaller towns and sixty-one communes. For generations, the county’s working life has been tied to its lignite and anthracite deposits, which is why the EU Just Transition Fund supports Gorj as coal-based activity declines.
That background shapes every recruitment conversation in the county. Public money is going into new industrial parks and retraining people who already work there. Hence, recruitment agencies abroad, workforce suppliers, and recruitment partners need to understand that before offering candidates. This page explains thecounty’ss economy as official bodies describe it, how cooperation with AtoZ Serwis Plus is organised, and the checks and rules that apply to any role there.
Nothing here is a vacancy notice. AtoZ Serwis Plus does not operate an office in Gorj, no positions are advertised on this page, and no job order should be read into it.
The County Council’s own description of Gorj lists four natural resources that explain most of its economic history: anthracite, large lignite reserves, limestone suitable for construction, and extensive forest. Its tourism pages add a fifth asset, the mountains, with more than twenty-five marked trails, cave areas and the Rânca ski resort. At the same time, Târgu Jiu is home to Constantin Brâncuși’s monumental ensemble.
Coal extraction has shaped employment in Gorj, and the European Commission notes that it continues in the county. Under the territorial just transition plan the County Council coordinates, the emphasis is on retraining local workers and diversifying the economy. For recruiters, this means two things. First, a mining or power employer named in a transition document is not, by that fact, hiring abroad. Second, retraining funds aim to move local workers into new jobs so employers can weigh foreign candidates against retrained local applicants.
Limestone deposits support extraction and building materials. Typical roles include heavy equipment operators, crusher and kiln operators, mechanics, and electricians. Screen for documented machine hours, safety training records and readiness for dust, noise and outdoor work in every season.
Forests cover much of the county’s north. Ask sawmill operators, wood machine setters, and maintenance staff which machines they have run and for how long, and whether they can read cutting lists and drawings.
Rânca, the trail network and the cultural sites in Târgu Jiu create hospitality work with clear winter and summer peaks. Cooks, kitchen assistants, housekeeping, and reception staff are the usual roles, and seasonality makes the visa route the first question, not the last.
The County Council owns an industrial park at Bumbești-Jiu, covered by a Just Transition Fund modernisation project for industrial, logistics, administrative, or service activities, and plans a second park in the commune of Bălești with support from the same fund; check each project’s status with the council. These are infrastructure projects. A company that later settles in either park becomes an employer in its own right and has no relationship with AtoZ Serwis Plus implied here.
AtoZ Serwis Plus is not a placement agency in the Romanian legal sense, and nothing is filed in its name. We coordinate cooperation between agencies abroad and the Romanian party that is legally entitled to file for a worker. For a highly qualified or other D/AM1 candidate, the employer is that party, registered on WorkinRomania and filing directly. For permanent, seasonal, and cross-border workers under D/AM2, it is a placement agency authorised by ANOFM or, in exceptional cases, an employer with authorised employer status, once D/AM2 filings, halted with the shortage list, are confirmed to be running again.
The employer, or the authorised agency representing it, decides which roles each partner can open. Our task is to make sure each party knows its share of the work before a candidate is contacted: who advertises, who pre-screens, who checks certificates, who organises interviews, who prepares the single application, and who stays in contact with the worker once employment starts in Târgu Jiu or elsewhere in the county.
Partner agencies remain responsible for complying with their own country’s recruitment licensing, advertising and contract rules. Fees and liability are agreed in writing between the parties and do not appear on this page.
A screening plan for any order should start from what the employer has written down and translate it into questions a candidate can answer honestly.
Record the answers in a fixed format so the employer can compare like with like. Exaggerated experience is easy to expose in a practical test and damages the candidate’s credibility with the employer and in any subsequent interview. If a candidate is not right for the order, tell them early. Also note each candidate’s country of residence: the Romanian mission that serves it will handle the visa, and appointment systems differ.
Cooperation is set up so the employer behind a role is checked against the points below before we approach candidates. Partners can repeat each check themselves.
The parties agree that missing evidence puts a case on hold. A delayed case can be restarted; a candidate who has travelled on a weak order cannot easily be helped.
EU, EEA and Swiss citizens need no work authorisation. If they remain more than three months, the immigration service on Calea București 75 in Târgu Jiu issues their registration certificate. Many Moldovan candidates also hold Romanian citizenship and work on the same footing. Temporary protection holders displaced from Ukraine can access the labour market without a work visa. However, the EU sets the duration of protection, and candidates should check it on the IGI site.
For other candidates, the Government Emergency Ordinance on foreigners’ access to the Romanian labour market replaced the old work authorisation with a single application filed on WorkinRomania. After approval, the candidate applies for a long-stay visa at a Romanian mission, using the Ministry of Foreign Affairs e-Visa portal (evisa.mae.ro). The visa is valid for 90 days, and the residence permit application must reach IGI in Târgu Jiu within that window; a seasonal visa lasts for the contract plus 5 days, never more than 90.
An employer registered on the platform can bring in a highly qualified specialist, an EU Blue Card candidate, a worker for certain infrastructure projects, or a Moldovan, Ukrainian, or Serbian citizen on a full-time contract through this category, filing the case itself. The shortage list and the yearly quota play no part.
Used for permanent, seasonal, and cross-border workers; filed by an ANOFM-authorised placement agency or an authorised employer; and limited to listed shortage occupations within the quota set each year by Government decision. When a court suspended the national List of Shortage Occupations, D/AM2 filings were suspended too, and the platforms behind them were switched off. So the first question on any D/AM2 order is whether filings have resumed, and whether the occupation sits on the list in force; WorkinRomania or the authorised agency can answer it, and no sourcing should start until one of them has.
This matters for Rânca and other seasonal hospitality work. Seasonal D/AM2 employment is capped at 180 days in any 12 months and is available only for listed occupations; whether another route could fit a seasonal contract is a question for the employer, not an assumption.
Used for workers posted to Gorj by a company established abroad, such as technicians installing equipment in an energy or industrial project, and for intra-corporate transfers.
After arrival, the worker takes the visa and contract to the immigration service in Târgu Jiu and applies for a residence permit for work. Because Romania is a full Schengen member, the permit allows short trips to other Schengen states, but it never authorises work outside Romania.
Foreign workers are entitled to the same treatment as Romanian colleagues doing the same work. In practice, a partner should be able to show every candidate four things in writing before acceptance: the gross pay, an estimate of net pay, the working time pattern, and every cost that will be deducted.
The gross wage cannot be lower than the national minimum gross wage set by Government decision, which changes from time to time. ITM Gorj or the Ministry of Labour can confirm the current level; do not rely on a figure remembered from an earlier offer. Pay goes into a bank account.
Under the Labour Code, an employee’s normal schedule is 8 hours a day across a 40-hour week. Overtime may raise the week to 48 hours at most, averaged over the reference period, which matters in a resort kitchen during ski season or on a site with a deadline. Overtime hours are compensated first by paid time off within 60 days, and if that cannot be granted, by a supplement of at least 75% of pay.
Deductions are allowed only where the law permits, and their total cannot exceed half of net monthly pay. If the employer houses the worker, the rent charged cannot exceed a quarter of net pay. Costs for meals and transport must also be stated in writing before departure, so that nothing on the first payslip comes as a surprise.
Gorj covers about 5,600 square kilometres, and distances between the seat and the workplaces matter. AJOFM Gorj maintains local agencies in Motru, Rovinari, Târgu Cărbunești, and Novaci, as well as its head office in Târgu Jiu, which gives a fair picture of where the county’s employment centres sit outside the seat. Bumbești-Jiu hosts the county industrial park, and Bălești, the planned site of the second park, is a commune in its own right. A site in Bălești is near Târgu Jiu, not in it.
Before accepting a Gorj order, ask the employer:
A room or bed is free only if the employer writes that down; never say so otherwise. When housing is shared and remote, small problems grow quickly, so a named employer contact who speaks the worker’s language makes a real difference to retention.
Collect only what each step requires. No one should need a passport scan to apply for a job.
On the Romanian and EU side, GDPR governs every file the employer, the agency or an EU-based partner keeps on a candidate, under ANSPDCP’s supervision. A partner established outside the EU works under its national data law and the sharing terms signed for the case. Keep files secure, share them only with parties named in the agreement, never hold original identity documents, and delete what is no longer needed.
For machine, trade and kitchen roles, the decisive evidence is practical. Where the employer interviews remotely, plan how a candidate can show competence on camera. Film a
A loader or excavator operator completing a short sequence on a real machine, with the candidate’s face and the machine visible in the same frame. An electrician can explain a wiring diagram and show a completed panel. A cook can prepare two dishes from a menu the employer supplies. The employer decides what counts as a pass, and partners should never coach candidates to perform a test they could not repeat on site.
For lorry or bus drivers, Romanian Road Authority (ARR) rules require an EU certificate of professional competence, shown as Code 95 on the licence or on a driver qualification card. Third-country drivers employed by a Romanian carrier in international transport also need an EU driver attestation, which ARR issues to that carrier. Licence exchange depends on the issuing country, and SPCRPCIV Gorj, the county driving licence and vehicle registration service, is the office to ask.
Offer an interpreter where needed, and give each candidate time during the interview to ask about pay, shifts, and housing.
Before travelling, a Gorj worker should have a signed contract in Romanian and in a language they understand, a written list of accommodation, meal, and transport costs, the workplace and housing addresses, and a named contact. Partners should check that each document has actually reached the candidate.
No later than the day before work starts, the contract of a worker heading for a Gorj site has to appear in REGES-ONLINE, the electronic register run by the Labour Inspection. The employer must deliver safety instructions on a quarry, plant, or resort site in a language the worker can follow. Before the visa expires, the worker attends the immigration service at Calea București 75 in Târgu Jiu to apply for a residence permit for work, usually with help from the employer.
Workers should know from the start that changing employers is generally not permitted during the first six months unless the employer seriously breaches its obligations. For a D/AM2 worker, any change during the first two years is handled through the placement agency. Explaining this early avoids disappointment later.
Placement costs are the employer’s alone. Romanian rules forbid charging a worker any commission, fee or tax for placement, or asking for a guarantee or deposit. We do not cooperate with any party that charges candidates, whatever it calls the payment.
Give every worker the contacts they need before departure: the employer’s named contact, the partner agency, ITM Gorj for complaints about pay, working time, safety or undeclared work, and the Labour Inspection’s online petition form.
Warn candidates against anyone who asks for money, sells consulate appointments, promises a visa or a residence permit, cannot name the employer, points to the Just Transition Fund or a new industrial park as proof that jobs exist, or suggests that a contract in the county is a stepping stone to work in another EU country. Suspected trafficking or forced labour should be reported to the Romanian police and to the authorities in the candidate’s home country.
Agencies with experienced heavy equipment operators, electricians, mechanics, wood machine operators or hospitality staff, and the licence their own country requires, are welcome to describe what they offer. Tell us the occupations, the sourccountries,sd how you test skills, and whether your candidates are EU citizens, Moldovan dual nationals, nationals of Moldov Ukraineen,e oSerbiaia, available for full-time contracts, or others.
Register through the recruiter partner registration page. We will reply with the questions that matter for Gorj and the evidence we need before we can discuss any role with you. The Romania recruiter page gives the national overview.
Register as a recruiter partner and tell us how you source and test candidates. We will explain what a Gorj cooperation would require.
Gorj has long depended on lignite and anthracite, and the County Council coordinates a territorial just transition plan funded through the EU Just Transition Fund. Public money goes into retraining and new industrial parks, so recruiters should expect employers to compare foreign candidates with an experienced local workforce.
AtoZ Serwis Plus does not operate an office in Gorj, and this page lists no vacancies and implies no job order. We coordinate cooperation between partner agencies abroad and the employer or authorised Romanian agency, with each party’s tasks agreed in writing.
The County Council’s profile lists anthracite, large lignite reserves, limestone suitable for construction, extensive forests, and mountain areas for tourism. These resources explain the county’s energy, quarrying, wood and tourism activities.
Besides its head office at Str. Lt. Col. Dumitru Petrescu 1 in Târgu Jiu, AJOFM Gorj has local agencies in Motru, Rovinari, Târgu Cărbunești and Novaci, which deal with employers and jobseekers outside the county seat.
IGI’s Gorj office is located at Calea București 75 in Târgu Jiu. Third-country workers apply there for a work residence permit after arrival, and EU citizens staying longer than three months obtain a registration certificate there.
It is an industrial park owned by Gorj County Council and covered by a Just Transition Fund modernisation project for industrial, logistics, administrative or service activities. A company settling there is a separate employer, and no relationship with AtoZ Serwis Plus is implied.
The County Council plans a second industrial park in the commune of Bălești, also with Just Transition Fund support; check its status with the council. A workplace there would be near Târgu Jiu, not in it, and a planned park is not evidence of any vacancy.
Being named in a just transition document does not mean an employer is recruiting abroad. The transition focuses on retraining and diversification. Only a written order from a verified Gorj employer or authorised agency shows that a real role exists.
The County Council promotes the Rânca ski resort, more than twenty-five mountain trails and cave areas. Hospitality roles such as cooks, housekeeping, and reception staff follow winter and summer peaks, so you must confirm the visa route before any seasonal sourcing.
A Rânca kitchen or hotel could use it only for an occupation on the shortage list in force, and only once D/AM2 filings are confirmed as resumed. The stay is capped at 180 days in any 12 months. Before a ski season is staffed, ask the employer or the authorised agency which route it will actually use.
Treat that as unknown until checked. The court suspension of the national shortage list took D/AM2 filings down with it. A Gorj order under D/AM2 waits until WorkinRomania or the authorised agency confirms that filings are back and the occupation is on the list in force.
The engineer’s future employer files it, provided the company is registered on WorkinRomania. Because the role is highly qualified, the shortage list and the quota do not apply, which usually makes this the steadier route for technical staff joining Gorj energy or industrial employers.
An ANOFM-authorised placement agency, or, in exceptional cases, an employer with authorised employer status, which requires a long uninterrupted activity record, an average workforce of 50 or more, a clean compliance file, and a per-worker guarantee. Check first whether D/AM2 filings have resumed.
No. AtoZ Serwis Plus holds no ANOFM authorisation and does not place workers as a Romanian agency. It coordinates cooperation between partner agencies abroad and the Romanian employer or authorised agency entitled to file for a worker.
At least a year of real activity, no tax arrears, no recent sanctions for undeclared work or other labour-law breaches, and no relevant convictions, among other conditions. Request proof of registration from the employer before any candidate hears about the role.
Yes. AJOFM Gorj, at Str. Lt. Col. Dumitru Petrescu 1 in Târgu Jiu, must have the vacancy on record, and the occupation has to be on the shortage list in force. A case missing either cannot proceed, and none proceeds until D/AM2 filings are confirmed as restarted.
The occupation and its code, the workplace address, the number of posts, the pay basis, hours and shifts, housing and transport arrangements, and any deductions, with a draft contract in Romanian and a language the worker understands.
Many companies register in Târgu Jiu but work at quarries, plants or resorts elsewhere in the county. The real workplace determines commuting, housing, and the conditions candidates should expect, so the order must reflect that.
Typical functions include heavy equipment operators, crusher and kiln operators, mechanics and electricians. Ask candidates for documented machine hours, safety training records and readiness for dust, noise and outdoor work in all seasons.
Ask which sawmill or woodworking machines they have operated, for how long, and whether they can read cutting lists and drawings. Photos, references, and a filmed practical task give Gorj employers stronger evidence than a job title.
Yes. Many Moldovan candidates also hold Romanian citizenship; with it, they count as EU citizens for work purposes and don't need a visa. Without Romanian citizenship, a Moldovan can still join an employer in the county on a full-time contract through D/AM1, which the company files itself.
The long-stay work visa is valid for 90 days, and the residence permit application should be lodged with IGI on Calea București before it runs out. A seasonal visa matches the contract plus 5 days, up to 90, and seasonal D/AM2 cases also depend on filings having resumed.
Yes. Holders of temporary protection after fleeing Ukraine may take a job in t the countrywith no work visa. The EU decides how long protection lasts; check the immigration office on Calea București or the IGI website before signing a long contract.
Workers posted by a company established abroad, and intra-corporate transferees, use the D/DT visa. The posting should rest on a genuine service contract between the sending company and the Romanian beneficiary.
Overtime is compensated first with paid time off within 60 days, and if that cannot be granted, with a supplement of at least 75%. Over the reference period, the working week may not average more than 48 hours with overtime included.
Ask ITM Gorj or the Ministry of Labour. The Government sets the national minimum gross wage by decision, and it changes over time, so any figure quoted to candidates must be checked against the decision in force.
Payslips may show only deductions the law permits, and together they cannot exceed half of net monthly pay. Employer housing can cost no more than a quarter of net pay. Include meal and transport charges in the written statement handed over before the journey.
Gorj covers about 5,600 square kilometres, from mountains in the north to plains in the south. Before accepting an order, ask exactly where the worker will live and work, and how transport covers each shift.
Ask whether staff accommodation is on site, how many people share each room, what the monthly charge is and how it is deducted, whether heating is included, and how workers reach shops, a doctor or offices in Târgu Jiu.
Only where the employer has confirmed that in writing. Present accommodation exactly as the employer describes it, including the charge, the deduction method and the number of people sharing.
A CV and evidence of the core skill, such as an operator card or a short filmed task. References follow at shortlisting, and identity documents only later, as the employer or authorised agency specifies in writing.
The employer, the Romanian agency, and EU-based parties are responsible for their own processing under GDPR, which ANSPDCP enforces in Romania. An agency outside the EU follows its national data law and the data clauses signed for the case.
Film a short sequence on a real machine with thecandidate’ss face and the machine visible together. The employer sets the pass standard, and partners should never coach a test the candidate could not repeat on site.
The correct licence category plus Code 95 on the licence or a driver qualification card under ARR rules. A non-EU driver doing international haulage for a Romanian carrier also needs an EU driver attestation, which ARR issues to the carrier rather than to the driver.
It depends on the issuing country. SPCRPCIV Gorj, the county driving licence and vehicle registration service, can confirm whether exchange is possible. Ask before the offer, so the employer knows whether the candidate can drive from the start.
A signed bilingual contract, a written list of accommodation, meal, and transport costs, workplace and housing addresses, and a named employer contact. Partners should confirm that each document has reached the candidate.
Enter REGES-ONLINE no later than the day before work starts, whether the job is in Târgu Jiu, Motru, or a resort. Get written confirmation of the entry from the employer before the worker travels.
Yes. The employer must deliver it in a language the worker understands. In quarries, energy sites and wood plants, ask whether that means an interpreter, translated material or a bilingual supervisor, and tell candidates in advance.
Rarely in the first half-year: a move is generally barred for six months unless the employer commits a serious breach. A D/AM2 worker wanting a new employer within two years must go through the placement agency that filed the case, so check its terms early.
No. Romania is a full Schengen member, so the permit allows short stays in other Schengen states, but it never authorises work outside Romania. Any offer presenting Gorj as a route to another EU job is a warning sign.
Never. Placement costs fall on the employer, and candidates cannot be asked for a commission, fee, tax, guarantee, or deposit. Any party that charges candidates, whatever it calls the payment, is excluded from cooperation with us.
Complaints about pay, working time, safety or undeclared work go to ITM Gorj, the territorial labour inspectorate, or through the Labour Inspection’s online petition form. Workers should receive these contacts before they travel.
Requests for money, sale of consulate appointments, promises of a visa or permit, no named employer, a workplace nobody can locate, or claims that Gorj is a stepping stone to another EU country. Stop and report such offers.
No. Each employer sets its own requirements. Citizenship also determines the route: a Serbian candidate on a full-time contract may qualify under D/AM1, while many others depend on D/AM2, the shortage list and quota, and confirmation that D/AM2 filings have resumed.
The County Council counts Târgu Jiu as the seat, Motru as the second municipality, seven smaller towns and sixty-one communes. A job order should name the exact locality, because transport and services in a commune differ from those in a municipality.
Ask the employer for a short menu and film the candidate preparing two dishes from it, with hands and face in view. The employer decides what counts as a pass, and the candidate should be able to repeat the result in the kitchen.
Consiliul Județean Gorj is at Str. Tudor Vladimirescu 19 în Târgu Jiu. Its website publishes the county profile, information on the industrial parks and the just transition coordination unit.
Check the statistics section of AJOFM Gorj on anofm. ro (which also includes its activity reports) and the INS county releases. Quote only the latest release, never a figure from an older report.
Whichever Romanian mission covers the country where the candidate lives. Candidates use the Ministry of Foreign Affairs e-Visa portal (evisa.mae.ro)to completer the form; each missionmanagess its own appointment arrangements, and no one can sell or reserve a slot. Tell us where each candidate lives.
Ask the agency for its ANOFM decision, then check for it in the WorkinRomania registers. Authorisations run for a fixed period and depend on a financial guarantee, so a lapsed one leaves the agency unable to file D/AM2 cases.
Under the agreed checks, the case is put on hold,, andthe agency doesn't approach a candidated. A delayed case can restart once evidence is supplied, while a candidate who travelled on a weak order is hard to help.
Ask the candidate to explain a wiring diagram on camera and show a completed panel, and gather references from previous employers. The employer decides which certificates it accepts and whether any further local authorisation is needed before work starts.
Use the recruiter partner registration to describe your occupations, source countries, licence and testing methods. We will reply with the questions that apply to Gorj and the evidence needed before we discuss any role.
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